hr plcmnt ppt

A powerpoint presentation on:

Recruitment & placement services

Sources:

Recruitment & placement services

It provides placement or job guidance a/q to the need & requirement in short time, matching the candidates profile a/q to the company profile.It mainly focuses on the growth & satisfying the needs of the clients: 1.company 2.job seekers

How to set up….Get websiteDecide on business entityGet current a/c in bankGet business tools

Specialization of consultancy services

Realistic commitmentHiring in large volumeHeadhunting for different levelsonsite assistanceEmployee assessmentPerformance & rewards managementTraining solutionsGeographic presencePlacement per year on different levels

What can be the benefits??Practical knowledge/experienceIncrease in confidenceProfessional contactsStand out as a potential employerSupport with practical arrangementsOrganizational cultural activitiesMake new friends & acquainted with a different culture

Steps to build clients??1.Location you want to target2.Target company which urgently requires the manpower3.Advertisements in newspaper4.Contact people through newspaper5.Face to face meetings6.Provide best candidate7.After closing, ask for the feedback & ask for references

How to maintain growth consistency??

Work should be demandingFocus on small clients tooPlan for expansion into small citiesFocus on fortune clients

Threats/ barriers:Inability to drive the business caseLack of substantial successful implementation Low maturity of marketsStagnant growth outlookAvailability of talent poolQuestion on abilityLonger recruitment cycleLack of qualified trainerIncrease in competition

Results & response should be….

Hard workingVery quick to respond the needsReactive & proactiveCandidates very well targetedPlanning of interviews was well organizedVery good organization in the premises for the interviewsGreat hospitality

Some of the fields in which consultancies hire for…

1.Real estate2.Technology & Telecom3.FMCG4.IT & ITES5.Retail6.Pharmaceuticals, healthcare & life7.Education8.Infrastructure9.Engineering

10.electrical, electronics & energy

11.Financial services12.consumer & services13.automobiles & auto component14.aerospace & defence15.media & entertainment16.not for profit17.outsourcing & offshoring18.global outsourcing19.creative services20.Marketing21.Accounting22.LAW

Hiring processDuring the hiring process, a human resources manager will use the following steps to determine the best possible fit for the job:

1.Review job applications 2.Test candidates 3.Interview selected candidates 4.Choose candidates based on a pre-determined selection criteria 5.Perform background and reference checks 6.Send selected candidates for a health check

Top 10 business consultancy & their services

1.ABC Consultants2.Team lease3.Kelly services4.Manpower consultants5.TVA Infotech6.Adecco7.Egon zehnder8.Kornfeery asia9.Mancer consulting10.Ma foi randstand

Case studies

1.ABC CONSULTANTSBuilding careers. Building organization.

-> Private company founded in 1969 by Dr. Bish Aggarwal-> Experience of 45 years over 1,45,000 placed-> Offices at 8 places in india: 1.Ahmedabad 2.Bengaluru 3.chennai 4.hyderabad 5.kolkata 6.mumbai 7.new delhi 8.pune-> International presence in dubai-> Mr. Shiv Aaggarwal is the present managing director of ABC consulting

Fields they serve:1.Real estate2.Technology & Telecom3.FMCG4.IT & ITES5.Retail6.Pharmaceuticals, healthcare & life7.Education8.Infrastructure9.Engineering10.hospitality

11.Financial services12.consumer & services13.automobiles & auto component14.aerospace & defence15.media & entertainment16.not for profit17.outsourcing & offshoring18.global outsourcing

FEATURES:1.employe agencies2.HR Consulting3.outsourcing4.Recruitment for MNCs also5.developed industry expertise in different sectors6.Well accepted CSR - committed to sponsor a minimum of 525 students who will be provided vocational training & life skills through livelihood camps across India

7.Recruitment Process Outsourcing Dedicated specialist recruitment team Single point of accountability for recruitment & redevelopment Significant value add a). Partnership b). Integrity c). Confidentiality 75% of its revenue comes from its existing clients

Process/search methodology1. Understanding the client organization2. mapping position specific

competencies3. Search target plan -industry/company mapping -people mapping4. First shortlists5. Evaluation6. Interviews7. Reference check8. Post recruitment follow up

2.Kelly servicesThe new breed of aspirational & dynamic employees.

-> American agency-> operates in 41 countries including India-> employs more than 5,30,000 annually-> ranks 471 in the fortune 500 list of America’s largest co.-> 1100 employees in corporate head quarter in Troy Michigan-> 7000 approx. employees in global network branch offices

-> revenue in 2011 was $5.3 billion-> provides employment to 25,55,000 employees in 2015 (temporary)-> listed in NASDAQ-> committed to CSR -worker empowerment -personal integrity -environment policies -ethics & governance -employees & people

Fields they serve:Official servicesAccountingEngineeringITLawScienceMarketingCretive servicesLight industriesEducationHealth care

3.Manpower group job consultants

-> established in 1948 in Milwankee, USA-> 3500 offices in 80 countries & territories-> 3.3 million individuals placed into jobs annually-> 6,00,000 associates on assingment each day-> training & development center -enhances 12 millions people’s skills-> 4,oo,ooo clients worldwide-> 60 years of experience-> revenue in 2013 was 20 billion US $-> listed in the New York Exchange under symbol : MAN

It mainly focuses on:

Recruitment & assessmentTraining & developmentCareer managementOutsourcingWorkforce consultingCareer tips

4.Career Glitz

-> Startup -> Provides job guidance -> Focus on candidates career-> Team spirit-> Professional work culture-> Real & genuine work culture-> Re-organized expertise-> Proven results-> Integrity-> Loyalty

Process of recruitment1. Mutual agreement2. Clients need description3. Planning4. Short list resume5. Contact candidate6. Forward short listed candidates7. Line up interviews8. Joining formalities

Fields they serve:

Real stateHospitalityFMCGIT & ITESRetailEducationTelecom

CONCLUSION…

What most business owners do.??

1. Put an add in paper/internet2. Receive phone calls & resume’s3. Pick out the good ones & get them in for an

interview- select the one you like

Don’t have a systematic approach Falsified qualification Resumes embellished & selective

deletions Behavioural suitability poor Guesswork Process is not more objective

Why are the same mistakes being made??

FACT:93% of business owners are not skilled in interviewing50% hiring decisions are wrongMost decisions are made in 3 minutesMade on emotion (dislikes, subconscious, etc)Buy the candidate emotionally & justify logicallyMen are influenced by the female candidates’ appearance37% of resumes are phony25% of work history is falsified33% of higher education qualification is false

Job suitabilityWill the candidate actually enjoy the job?Are their character traits suited to the

position?How do we quantify this?Done if resume, selection criteria &

references are suitableFinal piece of the jigsawOnly then is the interview arranged

Basic difference b/w established & startup manpower services:-

1. Systematic2. Revenue3. Capital4. Experience5. Knowledge of market6. Brand established7. Existing clients8. Advertisements9. Expansion10. Organized environment